NOHVCC Newsletter - January 2017 edition
Read the other NOHVCC newsletter issues
In this Issue:
Free Helmet Exchange Tremendous Success In Newfoundland
by Dave Halsey, NOHVCC Contributing Writer
It took just 4 hours for a Canadian powersports dealer to fill its dumpster with old, unsafe helmets, and put new ones on 120 off-highway vehicle (OHV) riders.
The one-day, free helmet-exchange event was called “Helmet Hedz.” It was held at Atlantic Recreation, in Mount Pearl, Newfoundland and Labrador, in partnership with the Avalon T’Railway Corporation (AVTRAC).
“It was a tremendous success,” said Rick Noseworthy, AVTRAC President. “It got helmets on the right heads. And not only did we get people to bring in their old helmets, they engaged in conversation. We started talking about safety. We passed out a lot of handouts from the COHV (Canadian Off-Highway Vehicle Distributors Council). And the event got people to the dealership, where they bought gloves and other safety gear. It worked out great for everybody.”
Noseworthy came up with the idea for the helmet exchange, and credits Atlantic Recreation for the success of the program, now in its fourth year. The Five Star Yamaha Dealership bought the mid-priced helmets from a helmet manufacturer, at a discount for the event. The store and AVTRAC split the cost. Atlantic Recreation also paid for advertising, including radio spots prior to the event and on-site live feeds the day of the giveaway, using its coop advertising program with Yamaha. “It really raised awareness,” said Noseworthy. “We held it in June, during ATV Safety Week. The whole Province got the message about safety and what we were doing.”
“Helmet Hedz” also raised money for the local children’s hospital. “We put a jar on the counter. We said ‘if you don’t have a helmet to exchange, but come in, talk with us, and make a donation to the children’s hospital here in St. John’s, we’ll give you a free helmet’. One guy came in late in the day, no helmet fit him, but he took it in stride and put $25 in the jar. At the end of the day, we donated $340 to the hospital.”
If you decide to do an event like this, don’t just give the helmets away, warns Noseworthy. They tried that a few years ago. It didn’t go well, as people lined up at the door and asked for 4 or 5 free helmets. “After that, we sat down with the dealership and decided to do it as a helmet trade-in. Some people break their helmets and stop using them. If they have something to exchange, it keeps the number of people coming in manageable, and gives us a chance to talk with them.
“We took in all kinds of helmets. It was absolutely entertaining. They looked like they got shot out of a cannon, some with big chunks out of them. There was a blue, sparkly, open-face helmet with flowers on it, right out the ‘70s.”
A dedicated dealer makes all the difference
This year’s “Helmet Hedz” event will be bigger and better than ever, said Noseworthy. AVTRAC also gives away helmets during events at schools and service groups, and figures that over the past 3 years they’ve passed out 450 to 500 helmets.
The key to a successful helmet exchange is the dealership, says Noteworthy. “When you have a good dealership, it makes all the difference in the world. We’ve had a partnership with Atlantic Recreation for over 15 years. They have grown with us as we’ve grown. We call them an equal partner, but they spend more money than we do.”
AVTRAC, a non-profit organization incorporated in June of 1998, developed and manages the multi-use Newfoundland T'Railway, a 900 km abandoned railway bed, from St. John's to Port Aux Basque. It is a member of the All Terrain Quad Council of Canada (AQCC), a consortium of 10 Province associations. For more information on AVTRAC and the helmet exchange, call Rick Noseworthy at 709-725-1490.
Noseworthy is also vice president of the Newfoundland T’Railway Council. Its mandate is to promote multi-use trail development and to preserve abandoned railway lines for future use, such as hiking, biking, equestrian, snowmobile, ATV and cross-country ski trails. Learn more at: http://www.trailway.ca/council.php
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Pennsylvania ATV Initiative Moving Toward 1,200 Mile Trail System
by Dave Halsey, NOHVCC Contributing Writer
There are over 1,300 ATVs registered in Clinton County, Pennsylvania. But when the owners of those ATVs start planning their trail-riding vacations, many head to West Virginia or New Hampshire. Both States have extensive ATV trail systems connected to small towns with all kinds of rider services and family attractions.
The Central Mountains ATV Association (CMATVA) is working hard to change that scenario.
Located in Lock Haven, the CMATVA is partnering with State and local governments, tourism bureaus and other trail organizations to create a 1,200 mile ATV trail system, connecting towns in eight counties to four existing ATV trail systems on pubic lands.
It’s called the Northcentral PA ATV Initiative. Leading the effort is Henry Sorgen, CMATVA President. “The Hatfield-McCoy Trail in West Virginia is bringing in a lot of business,” said Sorgen. “We saw in their 2014 economic impact study that riders from Pennsylvania were a major contributor. We found that was also true in New Hampshire.
“Our trail proposal is located within the largest tract of public land in Pennsylvania. That’s the attraction. We have what exists in West Virginia and New Hampshire...and then some. Riders love our terrain. And we already have some of the best public ATV trail systems. The goal is to connect them together, and to the local municipalities, using primarily township roads.”
Among the State Trails is the Bloody Skillet ATV Trail in the Sproul State Forest, located in Center and Clinton Counties. The 38-mile system is managed by the Pennsylvania Department of Conservation and Natural Resources (DCNR), with assistance on work days by the CMATVA. Once completed, the Northcentral trail system would include Clinton, Centre, Potter, Clearfield, Elk, Jefferson, Cameron counties and a small portion of Lycoming County.
The Northcentral PA ATV Initiative has reached nearly half its goal
In less than 3 years, the Northcentral PA ATV Initiative has made incredible progress. A recent report to its 25-member Trail Committee says that the trail system now includes 594 miles of legal, signed trails and connecting routes, about 47% of its ultimate goal.
The CMATVA and Sorgen’s efforts are clearly focused on not just building trails, but connecting communities. As shown in the project’s logo design, the trail initiative is a triangle of partnerships: community, business and governments in Northcentral Pennsylvania. The accompanying descriptor is equally compelling: “Making sustainable connections and supporting local economies.” Its guiding mission is to “Identify a system that enhances support for tourism and local businesses, that competes with the multi-billion dollar ATV business in neighboring states.”
The CMATVA’s key partners on the project are the Clinton County Commissioners, the Clinton County Economic Partnership Tourism Board, and Snow Shoe Rails to Trails (SSRT), which manages 39 miles of existing trails on an abandoned railroad bed and OHV-legal roads. State Representatives and Senators, as well as many business owners, also serve on the Trail Committee.
“We wanted to include as many stakeholders as possible,” said Rich Wykoff, Committee Chair. “We made that a priority from the outset. Our State representatives were able to make contacts with the Pennsylvania DCNR and other agencies. The businesses were able to tell us how the trail would impact them and give us suggestions that worked best for them. The chambers and the Economic Partnership Tourism Board gave us their perspective. The SSRT has done a lot of work. And the Pennsylvania OHV Association (PaOHVA) has provided support and they have a lobbyist.”
Recent winters have produced very little snow for snowmobiling, hurting some businesses to the point of almost shutting their doors. Sorgen says businesses throughout the eight-county area are excited about the ATV trail proposal. Those along trail sections already open to riders are reporting increased business brought to their stores by ATV riders. Sorgen lists them in the PowerPoint presentation. They include many businesses that offer services to riders, including campgrounds, hotels, convenience stores, and restaurants.
Based on an ATV Recreational Analysis, Clinton County estimates that ATV riders currently spend, on average, $210 per visit while in Clinton County for ATV recreation. If connector trails are built between a local community and an existing trail system, survey responses suggest that the average ATV rider will increase the number of visits to Clinton County from 7 to 12 per year, and total expenditures would rise from $1,400 to $2,500 per rider.
The ATV Initiative is also part of “Pennsylvania Wilds,” a state-sponsored program designed to help revitalize rural communities through sustainable tourism development, while inspiring a stewardship ethic in residents and visitors.
CMATVA and SSRT have agreed to provide and install signage for municipalities that open their roads to ATVs. Last August, a CMATVA work crew installed 200 signs on township roads in municipalities opened to ATVs last summer. For townships that request them, signs are also available that tell riders that riding ATVs on their roads is not a right, but a privilege.
The CMATVA has obtained funding for the trail initiative through State and County grants, as well as the Yamaha Outdoor Access Initiative. It also has a fund-raising campaign using GoFundMe.com. Over the past 3 years, the Association’s efforts have also helped change the image of ATV riders among the non-riding public. It stresses that its organization is family oriented, and works hard to promote safe, responsible riding.
CMATVA continues to attend meetings promoting the initiative. There are 59 townships involved in the project, which must create ordinances to allow ATVs on their roads. And there are hurdles to overcome, at the state level. “The biggest hurdle that’s ahead of us now, are the little state ‘jumper roads’ we need to connect the township roads,” said Sorgen. “We have small gaps from a 16th of a mile to a mile, on state roads with high traffic volumes, where ATVs are currently not allowed. The other hurdle we have is getting legislation passed to release private landowners of liability for recreational use. That’s crucial to getting more townships to sign on.”
To learn more about the Central Mountains ATV Association, and the Northcentral PA ATV Initiative, and routes currently open to ATVs, visit: http://cmatva.org/newsite/
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“GoPro: Trail Masters” Video Features Oregon’s Single-Track Trails And Those Who Build Them
by Dave Halsey, NOHVCC Contributing Writer
“Join Reid Brown, an Oregon Forestry Specialist & trail riding enthusiast, as he shows us what it takes to build a sustainable existence for the sport & environment.”
That’s the description at the start of “GoPro: Trail Masters,” an outstanding video produced by GoPro Original Productions and posted on the GoPro website. It’s a “must-see” video to show your OHV club or State association, and to forward to career counselors at your local schools and universities, as a resource documenting an incredible job in motorized recreation.
Using GoPro cameras mounted on dirt bikes, helmets, tripods, and drones, the production crew created a 9-minute video that features a family in Oregon that has built the steep, single-track trails on the Tillamook State Forest, and ridden them for generations.
“I was blown away by the final video,” said Brown, whose official title is OHV Specialist, Oregon Department of Forestry, Tillamook District. “I was proud to be part of the project. It made me excited to showcase a cool aspect of what we do in Oregon, and show people who don’t know anything about the sport of motorcycling what it’s like.”
The video introduction features stunning scenery and footage of Brown riding the narrow trails in the Tillamook Forest. “Growing up riding with my dad out here, and camping with my family here, makes it the most special place in my life,” states Brown in the voiceover.
Barrett Brown, Reid’s father, is also featured toward the front of the video. A NOHVCC Associate State Partner in Oregon, he talks about being taught to ride a dirt bike by his grandmother, and about four generations of his family riding motorcycles in the area. “The sport is in our blood,” he says. Later footage shows the ST240, a single-track trail dozer Barrett Brown designed and built, that allows one person to cut single-track trails on mountainous terrain, using a remote control.
“Trail Masters” is an appropriate title, as the body of the video shows the history of the trail system and how the trails are built to provide a great ride and protect natural resources. Following the introduction, the video follows Reid Brown and his co-worker, Jahmaal Reeb, as they cut a single-track trail on the side slope of a mountain. Using hand tools and the ST240, the duo work on a reroute project on the steep slopes, and talk about using proven, trail-building designs and techniques in an area that gets a lot of rain.
The production crew also covered an enduro Brown raced in. It was the Bob Lanphere Memorial Grand Prix, held in July of 2016, and hosted by the Mt. Scott Motorcycle Club. The expert-class endurocross track features a log matrix, boulder section and tractor tires. The video follows Reid as he prepares and races on the closed course, with exciting action off the starting line, plus footage from a GoPro mounted on Brown’s helmet, mixed with footage shot from a drone. Brown, who grew up racing dirt bikes throughout Oregon, and has competed at national and international events, takes the checkered flag, and is given a giant check for his winnings.
The video ends with a solid message about OHV advocacy: “35,000 riders use the forest annually. Sustainable trail management, dedicated volunteers, and responsible riding help to ensure the future of the sport.”
A great video to send to career counselors
An unexpected outcome of the video was the number of dirt bike riders who contacted Brown about his job. “I was inundated with emails,” he said. “They’d say ‘wow, I didn’t know that people did what you do. That sounds exactly like what I’d like to do.’ Some of the riders were going into college and wanted to know more about my job and how I got it.” Even though he grew up riding, Brown admits that even he didn’t know his current job existed, until he got into college. He attended Oregon State University, and received a Bachelor’s Degree in Recreation Resource Management, with a minor in Forest Management.
Got 9 minutes? Watch “GoPro: Trail Masters.” You can find it at the GoPro website at this link: https://gopro.com/channel/full-throttle. It’s also available on YouTube, where it’s been viewed over 110,000 times, at this link: https://www.youtube.com/watch?v=CfVgMANjYlw. The video was shot on the GoPro Hero4 camera; to learn more visit: http://GoPro.com.
The Tillamook State Forest has over 500 miles of OHV trails. For more information and to download an OHV Trail guide, go to: https://www.oregon.gov/ODF/Recreation/pages/MotorizedTrails.aspx.
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Recruiting and Managing the Younger Volunteers
By Thomas McKee
Off-highway vehicle (OHV) clubs and organizations rely on volunteers for nearly everything they do. This article discusses the differences in attitudes toward volunteering, from generation to generation. It includes helpful information and suggestions to successfully recruit the younger generation to your OHV organization.
Part I: Why are organizations having a difficult time recruiting Gen Xers?
One of the most often questions I am asked about volunteer management is "How can we get the younger generation involved?" This is a problem for most volunteer managers. When interviewing the volunteer manager at Shiner's Hospital, I asked her, "How do you get the younger people to volunteer?" She was quiet for a time and then answered, "We don't, for the most part, except for school internships." Her answer was typical.
However, some organizations are reaching their younger members and getting them involved. How are they doing it? First, they understand that the Gen-Xers are really different. They don't respond to the old recruiting techniques. I have been reading and hearing about the differences, but I questioned them. My reaction was, "I was the same way when I was their age." However, I decided to see for myself what all the hype was about, so I began a very revealing experiment and learned that there are significant differences. If we don't understand these differences, those of us who are baby boomers (born before 1964) will never be able to successfully recruit and manage generation X volunteers (born after 1965). But before we look at these differences, a warning is necessary: Any discussion of generations contains generalizations, even some stereotyping. The needs of younger volunteers reflect the needs of all volunteers; however, I have discovered that each demographic group does have some unique features that affect how we recruit, motivate and manage volunteers.
I divided a small workshop, anywhere from 25-50 people, into two groups—the baby boomers and the X-ers. I asked the groups to discuss the question, "What are the differences in the work ethic of the boomers and X-ers?" When I started this experiment about 10 years ago, I used to say, "Everyone under age 28 stay on this side of the room while all of you 29 and older form a group on the other side of the room." Each year the age has changed. In 2004 the first X-ers will reach 40.
After about 15 minutes of discussion, I have the boomers report first. I've listened to these reports for over ten years and they nearly always say the same thing. It most often sounds like this:
X-ers are not committed. They often come late, leave early, and they work on their own time schedule. They show no respect for authority. They don't want to do any more than is expected and will jump ship as soon as a more lucrative offer is on the table. They are much more knowledgeable about hi- tech stuff and keep wanting to change things, but you can't depend on them when you need to get a job done.
Then the X-er stands up to give a report. I had one X-er who gave the following report, which is very typical of the reports I hear.
What you have just said is true. We are exactly what you said because that is the way you brought us up. We watched you work for 70-80 hours a week for the same company for the last 40 years, and then that company dumped you. We watched you divorce each other and leave us home alone while you tried to make a living on your own. We were shuffled from one home to another, and we learned to be independent. We grew up with Presidents that lie (Nixon and Clinton) and company presidents who get rich while the rest of you make money for them. We have learned to look at work as a job to support a life style while you look at work as a career. Don't ask us to work overtime, because we have a life outside of work. Don't expect us to devote our lives to your goals.
When the young man gave that report, the room was quiet. The boomers were looking at each other and finally one woman spoke up and said, "Wow, what an indictment!" I asked if they thought it was true. And everyone agreed that it was pretty much right on.
After listening to these reports for almost a decade, I have come to the following conclusions, which have a great impact on recruiting the Generation X volunteer. Actually, most volunteer organizations are made up of four very specific generations. Each are different because during their younger years their lives were impacted with certain historical events such as the Great Depression, World War II, The View Nam War, government, religious, and business scandals, Columbine and September 11th. Each of these events helped shape the way each generation frames the volunteer organization.
The Radio Babies, often called the Veteran Generation, born prior to 1927, won World War II with a gigantic military organization. They trust the chain of command hierarchical systems to decide what changes to make. They are quick to volunteer and do the tasks that are assigned them.
The TV Babies, called the Baby Boomer, born between 1946-1964, do not trust hierarchical systems. These children of the '60s were taught to challenge the systems. Those of us who are boomers grew up in an age of growth and prosperity. Our parents worked very hard and made sure that we had enough to go to college. In the early 60's we heard President Kennedy say, "Ask not what your country can do for you, but what you can do for your country." And we did. We volunteered for the Peace Corps and were going to have a great impact on the "Great Society." We actively volunteered to make a difference.
But Vietnam and the assassinations of the Kennedys and Martin Luther King Jr., and Watergate, changed that. We turned inward and in the 70's and 80's followed the advice of EST and Self magazine and read best sellers like Looking out for Number 1 as we self actualized. All this time we were raising generation X.
Boomers, however, still volunteer because the "I want to change the world" of the 60's still beats in our hearts. Many have found that living for self has not been the fulfilling life they expected. Recently we have seen a "graying of the peace corps." People in their 50's and 60's are leaving lucrative careers to join the Peace Corps and organizations with a social or spiritual mission. And volunteering is a way to fulfill that passion.
The Computer Babies, called Gen-X, born 1965—1981, experienced a childhood of uncertainty. Many were latchkey kids and grew up in single-parent households. They were raised on video games, TV, MTV, and computers. As they watched corporate downsizing and the demise of career employment, many chose to say, "Not Me." And they reacted with a unique idea, one that the Boomers forgot—that commitment is mutual.
Generation X values competence in the leader who leads an organization or a volunteer team. X-ers do not go along with leadership simply because their supervisor decided it. Some X-ers also have the maddening habit of disregarding the leadership and not telling anyone, or going ahead on their own and not telling anyone.
The Digital Babies, called the Nexter Generation or Gen Y, born after 1981, have grown up using technology all of their lives. This generation grew up on video games ("twitch speed"), MTV (more than 1000 images a minute), and the ultra-fast speed of action films. They grew up processing information more quickly than any other generation and therefore are much better at it.
The bottom line: we are different.
Many organizations have a difficult time recruiting the younger generation because of denial. I was there. I doubted all the studies and information that the generations are different. But I have learned that I was wrong. The organizations that accept the difference and then apply the following strategies to create a Gen-X friendly culture are having success.
Part II: Creating a Gen X Friendly Volunteer Culture
The expectations of the various generations seem to be changing and X-ers seem to have initiated those changes. The key question for the volunteer manager is "How can we maximize the younger volunteer potential and encourage Generation X and Y to have an active part of our organization?"
In light of these significant differences, volunteer managers can use the following techniques to get younger volunteers.
Recruiting and keeping younger volunteers centers on our volunteer culture. Ask yourself these questions to see if you are Gen-X and Gen-Y friendly?
1. Do we have a fast-paced, technologically up-to-date environment?
The younger volunteers thrive on an environment that is exciting and filled with new challenging projects.
Rick Rusk of California Association of Society Executives has learned to be flexible. In this fast-paced world, he needs to do meetings by e-mail and conference calls. The younger generation is so tech-minded that he has been able to utilize these tools to involve and recruit younger members.
2. Do we have a place for them to learn?
Younger volunteers will respond to opportunities to be involved in an organization that will advance their careers. The one way Shiners' Hospital recruited younger students to volunteer was in their internship programs. They found many effective volunteers in these programs.
The Digital Babies, Generation Y, have patience with training if there is a payoff at the end. The generations that grew up with video games learned that if you put in the hours and master the game, you will be rewarded by moving up to the next level and being placed on the high scorers list. What you put in determines what you get, and what you get is worth the effort you put in.
3. Do we communicate clearly, using a Gen-X and Gen-Y language?
Communication is an issue that baffles some boomers. They throw up their hands when they try to communicate what they consider ordinary ideas to X-ers. For example, when a boomer says to a boomer, "This needs to be done," both understand that's an order, but nicely put. Likewise, when a boomer says to a boomer, "Would you mind?" the anticipated answer is, "No, of course not." However, when a boomer says to a X-er, "This needs to be done," the X-er hears an observation, not an order. Boomers are astounded when they ask an X-er, "Would you mind?" and he/she states quite frankly why he/she would!
Gen X-ers interpret literally. They respond to "non-direct" communication as "non-direct". Gen X-ers love to communicate by e-mail, but boomers make the mistake of communicating "orders" by e-mail. The Gen-X board member does not respond to this message, "Our membership has gone down 5% in the past year. Would you please call the following ten members to see if you can get them to renew their membership?" The Gen-X board member did not sign up to receive commands from their team leader. They signed up to be empowered to make decisions and will act on those decisions. The Gen-X board member will respond to an e-mail that says, "Our membership has gone down 5% in the past year. Let's look for ways to increase our membership next year. Please send me some ideas that you have seen work or think will work for us."
4. Is our management style more laid back?
The Gen X-ers seem to have a more laid back approach to management than the Boomers or Radio Babies. For Gen-X, it's the results that count, not whether one spends 40 hours in the office. Job sharing, flexible hours, and telecommuting are options that X-ers are likely to seek out and support. They have one plea - don't say, "We've always done it this way" to them. Think "options."
5. Is our system of change management 20th Century, or 21st Century?
A national study by American Demographics Magazine reported that 47% of Americans are highly resistant to change. Another 27% of Americans are peace lovers; therefore, they do not actively resist change, but they prefer that no one rock the boat. So who do the 17% side with when someone suggests a change? The vocal 47% that strongly resist change. The result: Expect 64% of the governing board or managers to vote against any new ideas the first time they hear it.
A quick look at the generations demonstrates that the baby boomers and the X generation are the most likely to resist any change decisions that come from the top. And where do most of our volunteers come from? Boomers and X-ers
The Radio Babies Generation won World War II with a gigantic military organization. They trust the chain of command hierarchical systems to decide what changes to make.
The TV Babies Boomers do not trust hierarchical systems. These children of the '60s were taught to challenge the systems.
The Computer Babies -- Gen X-ers value competence in the leader who decided to make change. X-ers do not go along with a change simply because the board or a supervisor decided it.
The bottom line to decision making is process. Both Boomers and Gen X-ers want to own the decisions and the decision making process; however, they approach their decision making process very differently. X-ers don't want to spend a lot of time discussing problems and brainstorming solutions. Boomers were trained in the old system of project management where they analyzed the problem, tested solutions, and developed plans. Gen-X has computer programs to do all this. They just want to see a need and design a way to fill it. More often they don't want to spend a lot of time discussing it, or working out a strategic plan; they want to just go out and do it. And if they can do it all by e-mail, instead of a meeting, that is all the better.
6. Is our organization flexible so that one size doesn't fit all when it comes to making decisions?
As you're developing options in your organization, consider ways to tailor them to the four generations. Gen-Xers are interested in concierge services and flextime; Boomers are likely to be more interested in long-term care insurance and sabbaticals.
7. And finally, are we ready for Gen-Y?
A new generation entering the volunteer organization: The Digital Babies, or Generation Y. They are beginning to enter the volunteer organizations as the first wave is entering the job market. The first read on this generation is that they are like their great-grandparents, the Radio Babies and often say, "We're not whiners like Generation X, we're doers." And "So the world needs some changes…we're up to the task." This is a technologically talented generation that's ready and eager to make its mark. It will be interesting to see if they live up to their reputation.
The younger-friendly volunteer culture
The younger generation will respond to a volunteer culture that looks like, feels like, and acts like the following:
- Technologically up-to-date
- Team based
- A place to learn
- Empowered: a high level of freedom
- Cut-to-the-chase decision making
- Flexible: not one size fits all
What does all of this mean for you as a volunteer manager? Here are some suggestions for how you can use this information to better manage Gen Xers and maximize their productivity and contributions to your organization:
- Establish project-driven relationships, not "huggy-feely" relationships with them.
- Recruit younger volunteers to work on teams with dynamic leaders who will act as mentors, care about them, and demand high performance.
- Stay in touch, offering constant very specific feedback.
- Never micromanage.
- Let them be creative and do things their way.
- Listen to them express their opinion.
- Value their new ideas.
- Be specific about the end results of the project they are working on. Be sure they understand that you are depending on them to meet the deadlines. Establish certain checkpoints during the course of the project.
- Empower younger volunteers to work at their pace, making their own day-to-day decisions, mistakes and creative solutions. Let them know that you are holding them responsible for the end result.
- Encourage questions and be generous in sharing information about the organization and the project.
- Train younger volunteers on skills and competencies that not only help your organization but also are something that interest them. They love win/win contractual relationships. They love to win and be rewarded for the effort that they put in.
Tom McKee is a leading volunteer management speaker, trainer and consultant. You can reach Tom at (916) 987-0359 or e-mail Tom@VolunteerPower.com. Other articles and free resources are available at www.volunteerpower.com.
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Mixed Gear Bag
You know we have to be creative in our titles. Miscellaneous is too normal and
potpourri doesn't sound very rider like. Below are up-coming events and other
assorted items of interest.
NOHVCC Accepting Applications for Executive Director Position. Russ Ehnes has expressed his intent to leave his position as Executive Director, effective June 1st, 2017. Ehnes, who has held that position for nearly 20 years, will be shifting gears to other opportunities in off-highway vehicle recreation, including managing the Bull Run Guest Ranch, near Great Falls, Montana. Information regarding how to apply can be found on our ED News Page.
The 2017 annual conference
will be held in Manchester, New Hampshire August 22 - 27. The Save the Date
information is up. Details will be added to the conference page
as they are available.
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